The Recruitment Sub-Committee of Executive Committee
The Recruitment Sub-committee of Executive Committee
(1) The Recruitment Sub-Committee of Executive Committee consists of the VPA&R (Chair), the VPR, the Director of Finance, and the Director of HR. Members of the Sub-Committee will be free to bring along colleagues to advise the Sub-Committee. Secretarial assistance to the Sub-Committee will be provided by HR.
(2) All recruitment for posts with contracts of one year or more shall require prior approval by the Sub-Committee. Requests for prior approval may be submitted to the Sub-Committee by completing the attached form and submitting it to Avril Hogan in HR.
(3) The Sub-Committee will also consider the overall recruitment strategy of the University and make proposals to Executive Committee in that regard.
(4) In filling out the attached form please insure that all required information is provided as incomplete forms will be returned.
(5) The necessary documentation must be submitted one week prior to the meeting of the Sub-Committee.
(6) Please note: Any conflict of professional or personal interest should be declared to the Director of Human Resources or his/her nominee) prior to the preparation of this form.
Recruitment Sub-Committee Post/Position Approval/Form
To: Recruitment Sub-Committee, c/o Avril Hogan, HR
This form is required for:
2. Post Status:
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Human Resources Division
RECRUITMENT PACK
I require the advertisement to appear in the following publications (please tick):
PLEASE NOTE THAT ALL EXTERNAL ADVERTISEMENTS SUBJECT TO CHARGES, REQUIRE AN OFFICAL PO NUMBER. RECRUITMENT PACK WILL NOT BE PROCESSED WITHOUT A PO NUMBER ATTACHED.
Internal e-mail circulation
University of Limerick website
www.universityvacancies.com
www.jobs.ac.uk
Other publications/websites:
Please list other publications/websites:The University of Limerick (UL) with over 13,000 students and 1,300 staff is an energetic and enterprising institution with a proud record of innovation and excellence in education, research and scholarship. The dynamic, entrepreneurial and pioneering values which drive UL’s mission and strategy ensures that we capitalise on local, national and international engagement and connectivity. We are renowned for providing an outstanding student experience and conducting leading edge research. Our commitment is to make a difference by shaping the future through educating and empowering our students. UL is situated on a superb riverside campus of over 130 hectares with the River Shannon as a unifying focal point. Outstanding recreational, cultural and sporting facilities further enhance this exceptional learning and research environment.
Applications are invited for the following position:
Insert Details of Job Here
Faculty / Department:
Title of Post:
Contract Type:
Multiannual, Fixed-Term, Specific Purpose (If the post is part-time, state here)
Salary Scale: (p.a.)
IMPORTANT –PLEASE READ
If deviating from the above format, please note that screen, shortlist and interview criteria must be taken from the job description/information for applicants, therefore, it is important that the job description lists the essential and desirable academic and/or professional qualifications, relevant experience and skills required for the post.
Further Information for applicants and application material is available online from:
Web: http://www.ul.ie/hrvacancies/
The closing date for receipt of applications is [INSERT CLOSING DATE HERE]. Applications must be completed online before 12 noon on the closing date.
Applications are welcome from suitably qualified candidates. The University is an equal opportunities employer and committed to selection on merit.
Human Resources Division
RECRUITMENT PACK
Job Description
Job TitleReports to / Give job title, not name
Faculty/School/Department / Location
Section 1: Job Context
1. Job Purpose / The Job purpose or summary for a specific job will capture at a high level the nature of the job – Provide a brief overview of the job, its context in the Department/Division/Faculty and the contribution that it makes.2. Key Accountabilities / The key accountabilities for each job will be specific to that job. These are listed, ideally, in order of importance.
Describe the important end results the post holder is expected to achieve. Start with the most important. Number each one separately.
3. Context
(In this section describe the background and operating environment of the post.
3a Key Working Relationships & Contacts / The key working relationships and contacts for each role will be specific and will be agreed by the Manager. Outline the important relationships that the jobholder must maintain, and the sorts of issues on which that jobholder must communicate within these relationships. Note: Reference competencies - Effective Networking & Relationships, Team & Collaborative Working
3b Working Environment/Special Circumstances / This would include reference to any physical, mental or environmental demands of the role.
3c Job Boundaries / (Include information about the freedoms available to the job and the constraints within which it operates) Note: reference competencies Planning & Organising, Decision Making& Problem Solving, Thinking and Acting Strategically, Using Initiative/Achieving Goals)
4. Dimensions
Budget
Staff
Customer
Operational
Administrative / In this section outline the scale and areas of impact of the job (e.g. budget responsible for, impact of decisions, number of staff supervised etc.)
Section 2: Knowledge, Qualifications, Skills, Experience & Competencies
5. Knowledge, Functional Skills, Experience & Qualifications / Requirement – Note refer to Functional Competency Framework or Professional Standards for guidance. It is important to convey the level of knowledge that the job requires. / Essential/ DesirableKnowledge - This relates to the level and breadth of knowledge required to do the job, e.g. an understanding of a defined system, practice, method or procedure. Is there particular knowledge required, for example, of IT systems and, if so, at what level?
Functional/Work-based Skills
This relates to the skills specific to the job, e.g. language fluency, typing skills, etc
Experience
This is the proven record of experience and achievement in a field, profession or specialism. This could include a minimum period of experience in a defined area of work (take care to ensure period stated is appropriate and not unnecessarily excessive)
Qualifications
Please state the level of education and professional qualifications and/or specific occupational training required.
6. Behavioural
Competencies / Enablers of Success / Level / Comments
This section relates to the competencies required to do the job effectively, e.g., effective communication skills, ability to plan and organise, initiative or goal achievement etc.
Note:
For Recruitment/Selection – 4-8 competencies are listed out of the available 12 as essential – this provides a focus during recruitment application, and selection screening / interviews
Customer Focus / Insert a description of the competency – refer to the Behavioural Competency Framework for guidance – can include headline phases and appropriate indicators
Planning & Organising
Using Initiative, Achieving Goals
Decision Making & Problem Solving
Effective Communication
Team & Collaborative working
Effective Networking and Relationships
Innovation & Creative Thinking
Change, Adaptability and Flexibility
Leadership
Continuous Development
Thinking & Acting Strategically
Human Resources Division
RECRUITMENT PACK
Human Resources Division
CRITERIA FOR SCREENING:
*Take essential role related criteria headings directly from job description(e.g. essential criteria: Primary Degree and 5 years relevant experience).
*Insert Screen Criteria Here / *Insert Screen Criteria Here / *Insert Screen Criteria Here / *Insert Screen Criteria Here
EXAMPLES ↓
Leaving Certificate / 3 Years Relevant Experience / ECDL (European Computer Driving License) or equivalent / Supervision Experience
Relevant Third Level Degree or equivalent / 5 Years Relevant Experience in discipline (Finance) / Management Experience / Project Management
PhD in relevant area / 5 years Relevant Teaching Experience / 5 years Research experience in relevant area / Evidence of First Class Publications
Presentation Title*: ______
______
(*Please insert the topic of the presentation to be given to candidates selected for interviews)
Post Approval & Recruitment Pack (Administration) Page 10 of 13 Document Number RF037.15
Human Resources Division
SHORTLISTING SCORING FORM FOR THE POST OF:
Selection Board evaluation criteria taken from job description (*insert headings) according to importance.
*CRITERIA / *Insert Shortlist Criteria Here / *Insert Shortlist Criteria Here / *Insert Shortlist Criteria Here / *Insert Shortlist Criteria Here / *Insert Shortlist Criteria Here / *Insert Shortlist Criteria HereExample ↓
International Reputation as a Researcher in relevant area / Evidence of Establishing Research Teams / Evidence of Securing Research Funds / Evidence of Leadership / Teaching (Undergraduate & Postgraduate) / Track Record in Course Development
Human Resources Division
INTERVIEW SCORING FORM FOR THE POST OF:
Selection Board evaluation criteria taken from job description (*insert headings) according to importance.
*CRITERIA / *Insert Interview Criteria Here / *Insert Interview Criteria Here / *Insert Interview Criteria Here / *Insert Interview Criteria Here / *Insert Interview Criteria Here / *Insert Interview Criteria Here / TOTALMARKS
100
**Weighting/Marks / *Insert Weighting Here / *Insert Weighting Here / *Insert Weighting Here / *Insert Weighting Here / *Insert Weighting Here / *Insert Weighting Here
EXAMPLE
Presentation (delivery, content and was topic addressed satisfactorily) / Teaching (Undergraduate & Postgraduate) / Track Record in Course Development / Evidence of Establishing Research Teams / International Reputation as a Researcher in relevant area / Evidence of Leadership and contribution to the Community
Weighting/Marks / 10 / 20 / 20 / 20 / 20 / 10 / 100
**Candidate marked out of 5: 0=none; 1=limited; 2=moderate; 3= acceptable; 4=good; 5=excellent
**Candidate marked out of 10: 0=none; 1/2=limited; 3/4=moderate; 5/6=acceptable; 7/8=good; 9/10=excellent
**Candidate marked out of 15: 0=none; 1/3=limited; 4/6=moderate; 7/9=acceptable; 10/12=good; 13/15=excellent
**Candidate marked out of 20: 0=none; 1/4=limited; 5/9=moderate; 10/13= acceptable; 14/17=good; 18/20=excellent
**Candidate marked out of 25: 0=none; 1/6=limited; 7/11=moderate; 12/15=acceptable; 16/21=good; 22/25=excellent
**Candidate marked out of 30: 0=none; 1/7=limited; 8/14=moderate; 15/20=acceptable; 21/26=good; 27/30=excellent
**Candidate marked out of 35: 0=none; 1-8=limited; 9-16 =moderate; 17-23=acceptable; 24-31=good; 32-35=excellent
**Candidate marked out of 40: 0=none; 1/9=limited; 10/17=moderate; 18/25=acceptable; 26/35=good; 36/40=excellent
Post Approval & Recruitment Pack (Administration) Page 10 of 13 Document Number RF037.15
Human Resources Division
RECRUITMENT PACK
MEMBERS OF THE SELECTION BOARD
o Both genders must have a minimum 30% representation on every Selection Board.
o Details regarding the composition of Selection Boards are contained in the Procedures for the Recruitment/Appointment of Faculty and Staff (see page 11).
o Faculty Selection Boards are limited to a maximum of 10 members, Staff Boards to a maximum of 7.
Title
Prof., Dr. etc / Name / Position on Board(as per Operating Procedures) / Contact Numbers / Current Position & Address for Communications
(list both postal and e-mail address)
Composition of the Selection Board
ADMINISTRATION
Senior Administrative Officer 1 and above
1. The President or his/her nominee2. Relevant Manager
3. Member of Division/Department/Functional Area nominated by the relevant manager
4. Member external to the Division/Department/Functional Area with appropriate expertise where possible, nominated by the relevant manager
5. At least one member external to the University with appropriate expertise, nominated by the relevant manager
Executive Administrator – Senior Executive Administrator
1. Relevant Manager or his/her nominee2. Member of Division/Department/Functional Area nominated by the relevant manager
3. Member external to the Division/Department/Functional Area with appropriate expertise where possible, nominated by the relevant manager
4. At least one member external to the University with appropriate expertise, nominated by the relevant manager
Administrator – Senior Administrator
1. Relevant Manager2. At least two members nominated by the relevant Manager
Human Resources Division
RECRUITMENT PACK
This document sets out information in relation to the different forms of contracts, which cover the various types of employment relationships, for example:
· fixed term employment – temporary,
· specified purpose employment - temporary
The following is a Guide to managers in relation to the proper use of these contracts.
Fixed Term Contracts
Employees who are employed to cover short-term emergencies should be issued with contracts of employment which reflect the specific circumstances for which they are employed, including all of the standard temporary emergencies (eg. annual leave, sick leave, maternity leave, term-time leave, parental leave etc.). A fixed term temporary contract may be issued to cover all temporary requirements. To ensure compliance with the Protection of Employees – Fixed Term Work Act 2003, the purpose / duration of the temporary contract should be identified. It is important to determine at the outset which circumstance will bring about the termination of the contract:
· Reaching a specific date, e.g. 31st December (the end of the maternity leave period)
It is important to note that there is no barrier in the legislation to the renewal of this type of contract but the employer must have objective reasons for doing so (e.g. the staff member now wishes to take annual leave at the end of their maternity leave). Fixed Term Staff must be provided with a reason justifying the renewal and the reason why a permanent/multiannual contract is not offered (e.g. the staff member who is on maternity leave is extending their leave period by availing of their annual leave entitlement. Therefore the staff member will be returning to their permanent/multiannual post at the end of their leave which means the post you are filling remains a temporary post).
If Fixed Term Contracts are not managed carefully they may lead to contracts of indefinite duration after certain time periods (see Fixed Term Working Act 2003).
Specified Purpose Contracts
A specified purpose contract should be issued where there is a clear need to employ an individual on a once off basis, for example:
· to carry out a particular project (to conduct a research programme). The contract will not necessarily be for a specific period of time but rather it will be for the purpose of completing the project; or
· to replace a staff member whose absence is clearly determined in advance, e.g. a career break, secondment, leave of absence, long term sick leave; or
· to fill a vacant post on a temporary basis pending the filling of a the particular vacant post on a permanent basis through open competition.
The specified purpose contract can be issued for longer than three or four years without being automatically deemed a permanent/ multiannual contract (it can be issued without an end date). What is important about this contract is that it is issued for a specified purpose e.g. to provide cover for a career break, or pending the filling of the post in a permanent/multiannual capacity. Renewals of this type of contract will be a rarity, however, there may be a need for an extension of the contract and a renewal can be granted provided that there are objective reasons justifying the renewal and these are communicated to the employee (e.g. a genuine reason for renewal of the specified purpose contract is the fact that the research project has received additional funding).